Introduction to

Chapter

11

Managing Employees

MultiMedia by Stephen M. Peters

2001 South-Western College Publishing

Learning Objectives

Uraikan teori motivasi. Jelaskan bagaimana perusahaan dapat tingkatkan kepuasan kerja dan tingkatkan motivasi.

MultiMedia by Stephen M. Peters

2001 South-Western College Publishing

Motivation and Performance

Efforts of employees to create and produce a quality product

Efforts of employees to sell the product

Firms Revenue

Efforts of employees to achieve efficient (low-cost) production and marketing Efforts of employees to achieve low financing costs

Firm's Earnings
Firms Expenses

Firm's Value

MultiMedia by Stephen M. Peters

2001 South-Western College Publishing

Major Theories on Motivation

Hawthorne Studies Maslows Hierarchy of Needs Herzbergs Job Satisfaction Study Theory X, Y, and Z Expectancy Theory Equity Theory Reinforcement Theory

MultiMedia by Stephen M. Peters

2001 South-Western College Publishing

Summary of Hawthorne Studies

Condition
Increased Lighting for Employees

Result
Higher Productivity

Experiment
Reduced Lighting for Employees Higher Productivity

Conclusion

Beberapa penyesuaian ke dalam KondisiKondisi Yang Mencerminkan Perhatian Ditingkatkan Ke arah Karyawan

Higher Productivity

MultiMedia by Stephen M. Peters

2001 South-Western College Publishing

Maslows Hierarchy of Needs

Orang-Orang harus memenuhi kebutuhan yang lebih rendah dalam rangka meningkat kepada kebutuhan yang lebih tinggi.
Theory:

Self-Actualization
Respect, recognition.

Maximization of potential.

Esteem Needs

Social Needs
Job security.

Social interaction.

Safety Needs Physiological

The basics: food, shelter, and clothing.

MultiMedia by Stephen M. Peters

2001 South-Western College Publishing

Herzberg
Hygiene Factors (Environmental) Policies Supervision Working Conditions Money Status Job Security Motivator Factors (The Job Itself) Achievement Recognition Challenging Work Responsibility Opportunities for advancement Personal growth opportunities

Hygiene Factors mempertimbangkan pencegahan bukan motivasional tetapi tidak boleh perhatian motivasional tidak disajikan.
MultiMedia by Stephen M. Peters 2001 South-Western College Publishing

Summary of McGregors Theory X and Y

Theory Theory X Supervisors View of Employees
Employees dislike work and job responsibilities and will avoid work if possible.

Implications
Supervisors cannot delegate responsibilities.

Theory Y

Employees are willing to work and prefer more responsibility.

Supervisors should delegate responsibilities, which will satisfy and motivate employees.

MultiMedia by Stephen M. Peters

2001 South-Western College Publishing

Expectancy Theory
Teori: Suatu usaha pekerja dipengaruhi oleh hasil yang diharapkan (penghargaan). Dua kebutuhan: Penghargaan yang diinginkan. Kesempatan penerima penghargaan

MultiMedia by Stephen M. Peters

2001 South-Western College Publishing

Equity Theory
Teori: konpensasii harus patut, atau yang sebanding, kepada masing-masing kontribusi pekerja Example: $100,000 bonus to be divided based on relative contribution to a project: Joe: $50,000 Mary: $30,000 Ron: $20,000
2001 South-Western College Publishing

Ron 20% Mary 30% Joe 50%

MultiMedia by Stephen M. Peters

Reinforcement Theory
Theory: Reinforcement dapat mengendalikan prilaku.
Positive reinforcement: provides rewards for high performance. Contoh: Bonus, promotion, oral compliment.

- Negative reinforcement: memotivasi memberi sangsi Contoh: Teguran, PHK, dll.

karyawan dengan

MultiMedia by Stephen M. Peters

2001 South-Western College Publishing

Guidelines to Motivation
Employee will: Compare compensation and contribution. Not be satisfied with compensation alone. Be motivated if they can gain a reward. Employer should:

Ensure compensation is proportionate to contribution. Ensure employees have other needs met: respect, self-esteem, etc. Motivate using positive reinforcement.

MultiMedia by Stephen M. Peters

2001 South-Western College Publishing

Key Characteristics Affecting Job Satisfaction

Money or compensation programs. Security. Work schedule. Employee involvement programs.

MultiMedia by Stephen M. Peters

2001 South-Western College Publishing

Three Compensation Programs

Merit system Raise according to merit. Across-the-board system All employees get similar raise. Incentive plans Various forms of compensation based on specific performance.

MultiMedia by Stephen M. Peters

2001 South-Western College Publishing

Characteristics of a Compensation Program

Sesuaikan rencana konpensasi dengan tujusan bisnis. Sesuaikan konpensasi dengan atujuan karyawan tertentu. Menetapkan tujuan yang mungkin dapat dicapai oleh karyawan. Ijinkan karyawan memberikan masukan tentang rencana konpensasi.

MultiMedia by Stephen M. Peters

2001 South-Western College Publishing

Flexible Work Schedule

(Flextime Programs)
Pekerjaan yang dimampatkan : Mampatkan beban kerja ke dalam lebih sedikit hari per minggu. Tujuan utama akan mengijinkan karyawan untuk mempunyai tiga hari di akhir pekan. Pekerjaan yang berbagi (Job sharing) Dua atau lebih orang-orang berbagi full-time tertentu ( 40 jam) rencana kerja. Ini mengijinkan karyawan untuk bekerja part-time. Banyak dari karyawan ini tidak ingin bekerja full-time.

MultiMedia by Stephen M. Peters

2001 South-Western College Publishing

Employee Involvement Programs

Job enlargement. Job rotation. Empowerment. Teamwork. Open-book management.

MultiMedia by Stephen M. Peters

2001 South-Western College Publishing